DATABASE PENELITIAN

Variabel Dependen: Electronic Human Resources Management

No Peneliti Tahun Variabel Independen Mediating Variable Hasil Keterbatasan
The work of e-HRM results in some long-term outcomes,
The need of challenge for the un-declared
Tanya Bondarouk & 1. Information Technology 2. such as the new ways of interaction inbetween the
1 2016 - assumptions and the need of wider work
Chris Brewster Contextual HRM company, remote HRM functions, and also short-term
focus.
effiency 'doing more with less'.

Kathleen McDonald, The HR anaylitics direction stays the same, with no Observations limited to a single
1. Information Systems 2.
2 Sandra Fisher and 2017 - significant negative impact in terms of data, service, and organization with limited direct access to
Workforce Management
Catherine E. Connelly system quality. knowledegable managers.

Over the decades, e-HRM unquestionably has the

Tanya Bondarouk, 1. Implemetation of e-HRM Research based on general e-HRM
potential to simplify and enrich; steer and support; and
3 Emma Parry & Elfi 2016 2. Consequences of e-HRM - research and did not specified to funtional
shorten and speed up the pursuit of organizational and
Furtmueller 3. Efectiveness of e-HRM HR areas.
employee goal accomplishment.

4 Li Ma & Maolin Ye
based economy, it is almost a must for companies to The research of e-HRM's context in China is
Contemporary Human
2015 - maximize the potential and productivity of their limited to e-HRM implementation in a local
Resource Management
employees, a goal towards which HRM information enterprise or in a state-owned enterprise.
systems and E-HRM could be of help.

The study contributes to e-HRM knowledge by showing

Tanya Bondarouk, that HRM strength is a key antecedent of HRM service The study only partially applied AST to e-
Adaptive Structuration
5 Rainer Harms & David 2015 HRM Service Quality quality, meaning that if organizations do not have a HRM context and it only focused on
Theory
Lepak strong HRM system to begin with, they should not employees as receivers of HRM services.
implement e-HRM: it will fail.

Human resources management functions is such a key

Mohammad Shariful 1. Technology 2. stone in organizations which need immediate address to
6 2016 -
Islam HRM Function adopt technology as key driver to steeping ahead the
functions and cater its maximum utility

Manizheh Adli, Sousan
Gharib, Mahdis
7 2014
Hakami, and Katayoon
Pourmahdi
8 Mehdi Abedi 2015
Graeme Martin and
9 2010
Martin Reddington
Helen Francisa, Carole
10 Parkes and Martin 2014
Reddington
1. Employee Satisfaction
2. Cost Efficiency 3.
Productivity
1. Technical Effectiveness
2. Strategic Effectiveness
Strategic Human Resources
Management
International Human
Resources Management
The result of the study shows the positive effect of e-HRM
functions toward employee satisfaction. While employee
-
satisfaction affects cost efficiency and productivity in a
positive way.
E-HRM affects the effectiveness of Human Resources
-
Management, hypotethically to quantitative study
This study shows e-HR has traditionally been
conceptualized in largely transactional terms, enabling
component of organizational capital, facilitating the
- the need for more dynamic rather than
creation and development of human capital through its
impact on the administration of recruitment, career
development, HR record keeping and the like.
An ethic of care approach enables humanity to be
Critical Discourse
placed at the centre of discussions about e-HR, rather
Analysis
than peripheral to it.
The study cannot be generalized to the
whole population because of the
convenience sampling procedure or non-
probability sampling method and it was
only conducted on small sample size. The
methodological issues were limited to use
frequency, cross-tabulation, and multiple
linear regressions. The findings were limited
to only different branch of one company in
Malaysia.
Managers should be aware that
information technology and electronics
human resource management are
effective inn professional development, the
institutionalization of change and
innovation, increasing commitment,
increasing the competence and
capabilities, cost effectiveness, increasing
consensus and cohesion and can cause
human development.
The first concerns the links between
strategy and new HR and people
management technologies. The second is
linear models of e-HR, while the third is for a
better elaboration of relevant
contexts/contingencies.
Study is based on a small sample of texts
and is unable to make assumptions about
representativeness.
 The study should attempt to assimilate IT
1. Information Technology 2. e-HRM is an umbrella term covering the integration of and HRM knowledge domains, elaborate
T.V. Bondarouk and
11 2014 Human Resources - HRM and IT, aimed at creating value for targeted on the e-HRM discourse, and demonstrate
H.J.M. Ruël
Management employees and managers. a contribution to theory building and to the
practice of e-HRM projects.

1. Digital Transformation 2. HR and learning professionals should embrace the digital

Study is based on a small sample of texts
12 Gal Rimon 2017 Human Resources - transformation, impacting in a deep sense the culture
and researches.
Management and employee engagement within the workplace.

1. Human Resources
Duncan R. Dickson and Management 2. The HR professional must be cognizant of both the The study does not cover the cost of
13 2010 -
Khaldoon Nusair Communication Technologies benefits and the pitfalls of the technology solution human to the use of technology.
3. Recruitment

It is possible to prevent poor UI/UX and keep employees

1. Information Technology 2. The study lacks of grounding theory yet
14 Mike Raia 2017 Employee Engagement 3. - experience using UX best practices from the tech enriched with practical ways to engage
UI & UX companies who have invested billions in getting it exactly staff digitally.
right.

The paper explores how digital technologies have

1. Information Technology 2. changed how workers connect with their co-workers and The paper is not exclusively based on
15 Ravin Jesuthasan 2017
Digital Engagement the organization. In addition, it examines how digital research.
technologies are changing how work gets done.

Findings based on learning and opinion of

The HR function, may leverage the power of digital
1. Digital Age 2. the experience of a talent advisory
16 James Larkin 2017 - technology to gain an advantage over competitors by
Organizational Changes consultant across a broad range of Fortune
attracting and retaining top millennial talent.
500 companies.